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Table of Contents
ARTICLE I – ADMINISTRATION
SECTION 1: EXCLUSIVE RECOGNITION… page 2
SECTION 2: VIABILITY OF SIGNED AGREEMENTS… page 2
SECTION 3: CONFORMITY TO LAW - SAVINGS CLAUSE… page 2
SECTION 4: STATUS OF THE AGREEMENT… page 2
SECTION 5: CONTRACT COMPLIANCE… page 2
SECTION 6: MAINTENANCE OF BENEFITS… page 2
SECTION 7: PRINTING AND DISTRIBUTION OF AGREEMENT… page 2
SECTION 8: MANAGEMENT RIGHTS… page 2
ARTICLE II – BUSINESS
SECTION 1: PAYROLL DEDUCTIONS… page 3
SECTION 2: ASSOCIATION RIGHTS… page 3
SECTION 3: LABOR MANAGEMENT… page 3
ARTICLE III – PERSONNEL
SECTION 1: EMPLOYMENT… page 4
SECTION 2: EMPLOYEE RIGHTS… page 4
Right to Join and Support Association
Right to Due Process
SECTION 3: PERSONNEL FILES… page 5
SECTION 4: EVALUATION PROCEDURES… page 5-6
Evaluation Timelines
SECTION 5: RENEWAL / NON-RENEWAL… page 6-7
High School Head Coaches
High School Assistant Coaches
Written Notification of Non-renewal
SECTION 6: GRIEVANCE PROCEDURE… page 7-9
Purpose
Informal Communication
Definitions
Procedures and Steps
Freedom from Reprisals
Powers of the Arbitrator
Release Time
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SECTION 7: LAY-OFF AND RECALL… page 9
SECTION 8: POSITION OPENINGS… page 10-11
Definition of Terms
Hiring Procedures
Additional Hiring Procedures (high school head coaches)
SECTION 9: STAFF PROTECTION… page 11-12
Insurance
Property Damage
Safety
Absences
Threats to an Employee
SECTION 10: CONTRACTS AND PAYMENT… page 13-14
Employee’s Contract
Copies of Contract
Payment
Release from Contract
Length of Contract
Crossover Experience
Volunteer Coaching Credit
SECTION 11: LEAVES… page 14-15
SECTION 12: PROFESSIONAL DEVELOPMENT… page 15-16
Professional Dues Pool
Professional Development Pool
SECTION 13: SALARIES… page 16-19
Classified / Non-Exempt Employee Pay
Elementary and Middle School Employees
Middle School Pool of Flexible Contracts
Middle School Athletic Directors
High School Employees
Group 9, 10, 11 Contract
Movement of Coaching Positions….page 19-20
ARTICLE IV - INSTRUCTION
SECTION 1: STUDENT DISCIPLINE… page 21
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Terms of Agreement
Extracurricular Contract
This agreement is made and entered into by the Kennewick School District No. 17 Board of Directors,
referred to as “the board," and the Kennewick Education Association, referred to as “the association."
The signatories will be the sole parties to this agreement.
This agreement was bargained in accordance with RCW 41.59, the Educational Employment Relations
Act and will remain in full force and effect from Sept. 1, 2015, up to and including Aug. 31, 2017.
Either party may, upon written notice no later than 60 days before the date of expiration, give notice
of its intent to negotiate a successor agreement.
This agreement may be reopened for amendment, provided both parties concur, during the life of this
agreement. Either party may notify the other party in writing of its desire to negotiate. Authorized
representatives of the association and board will sign any supplemental agreements, which will be
affixed to and become a part of this agreement and subject to all its provisions.
IN WITNESS WHEREOF, the parties below sign and approve this agreement on the seventh (7th) day
of October, 2015.
____________________________
Dawn Adams, President
KSD No. 17 Board of Directors
Bargaining Team
Julie Ann Nelson
Dave Bond
Doug Christensen
Ron Williamson
Vic Roberts
Casey Gant
James Tobery
Ronny Coleman
Tim Wood
______________________________
Teri Staudinger, President
Kennewick Education Association
Bargaining Team
Teri Staudinger
Cheryl Culwell
Phill Dron
Darlene Harris
Recorder: Kristi Parham
The Kennewick Education Association Ratified: September 22, 2015
The Kennewick School Board Adopted: October 7, 2015
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ARTICLE I - ADMINISTRATION
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SECTION 1: EXCLUSIVE RECOGNITION
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SECTION 5: CONTRACT COMPLIANCE
The board hereby recognizes the association as the sole and exclusive bargaining representative for all personnel
employed by the board, whether under contract or on leave, holding supplemental contracts which do not require
teacher certification. These contracts are generally referred to as “extracurricular contracts.” This bargaining unit
will consist of all employees who work under a supplemental contract 30 days or more in any 12-month period.
The bargaining unit will not include positions that require professional teacher or administrator certification.
The term "employee" when used in the agreement will refer to all employees represented by the association in the
bargaining unit, as defined.
Sole and exclusive rights are defined as the rights provided by this agreement to the association, and such rights
will not be granted to any rival or competing organization which purports to represent the same employee group
for purposes of representation and/or collective bargaining.
Unless the context in which words are used clearly requires otherwise, words in this agreement denoting gender
will include both masculine and feminine, and words denoting number will be both singular and plural.
SECTION 2: VIABILITY OF SIGNED AGREEMENTS
This agreement will be binding on the parties after ratification by both the bargaining unit and the board .
SECTION 3: CONFORMITY TO LAW - SAVINGS CLAUSE
This agreement will be governed and construed according to the constitution and laws of the State of Washington.
If any provision of this agreement or any application of this agreement to any employee or groups of employees
covered will be found contrary to law by a court of law having competent jurisdiction, such provision or
application will have effect only to the extent permitted by law, and all other provisions or applications of the
agreement will continue in full force and effect.
SECTION 4: STATUS OF THE AGREEMENT
This agreement will supersede any rules, regulations, policies, resolutions, or practices of the district
contrary to or inconsistent with its terms. Existing rules, regulations, policies, resolutions, or practices of
the district not in conflict with this agreement will remain in full force.
All individual employee contracts will be subject to and consistent with federal laws, Washington State Laws,
State Board of Education regulations, and the terms and conditions of this agreement. If any individual employee
contract contains any language inconsistent with this agreement, this agreement will be controlling.
SECTION 6: MAINTENANCE OF BENEFITS
Unless otherwise provided in this agreement, no provision in this agreement will be interpreted and/or applied to
eliminate, reduce, or otherwise detract from current individual salaries and benefits or prevailing practices relating
to wages, hours, and working conditions in effect prior to the effective date of this agreement.
SECTION 7: PRINTING AND DISTRIBUTION OF AGREEMENT
Both parties must proofread a copy of the final agreement. The district will print 200 copies of the final contract
for the district and the association. The district and the association will split the printing costs equally. The final
contract will also be made available to all members as a downloadable file on both the district website and the
association website.
SECTION 8: MANAGEMENT RIGHTS
The parties agree that, with the exception of the specific provisions of this collective bargaining agreement, the
district retains all the rights, powers, functions, and authority vested in management by laws and the Constitution
of the State of Washington.
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ARTICLE II - BUSINESS
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SECTION 1: PAYROLL DEDUCTIONS
The association and its affiliates have the exclusive right of automatic payroll deduction of membership
dues, assessments, and fees for employees who are represented by the association, in accordance with
RCW 41.56.
The district will provide dues deduction, assessments, and fees through automatic payroll authorization
and will, without exception, refrain from intervention or failure to perform said service.
The association agrees to reimburse any bargaining unit member whose dues and assessments were
deducted in excess of the total amount due the association, provided the association or its affiliate
actually received the excessive amount.
The association will provide an automatic payroll authorization form to each employee. The employee
will sign and deliver the authorization to the association during the enrollment period at the beginning of
the school year. Once an employee has signed the automatic payroll authorization, dues deductions will
be continuous thereafter.
The association will submit the automatic payroll authorization to the district payroll office for
processing. The association will provide to the district payroll office a table of prorated annual dues,
assessments, and fees to determine monthly dues deductions.
Continuation of dues deductions is binding until the end of the dues period on Aug. 31 each year.
Revocation of membership will be made on an association form between the beginning of the school
year and Sept. 30 and will become effective at that time. The association will promptly submit notice of
such revocation to the district payroll office.
SECTION 2: ASSOCIATION RIGHTS
The association and its representatives will have the right to a reasonable use of school buildings.
Scheduling and arrangements will follow normal administrative procedures. The association and its
representatives will have access to all employees, provided this does not interfere with the instructional
program.
The association will have the right to post notices of activities and matters of association concern on
bulletin boards in each faculty lounge of each building in the district.
The association will have the right to use the teacher and staff mailboxes to communicate with its
membership.
Upon written request, the district will furnish to the association any available information permitted
under statute that will assist the association in carrying out its responsibility as the bargaining
representative.
SECTION 3: LABOR MANAGEMENT COMMITTEE
There will be a minimum of three Labor Management meetings between KSD and KEA during the
regular school year. These meetings will be held during the school day. Substitutes will be provided by
KSD. The KEA team will consist of no more than 9 participants representing 8 different schools and the
KEA president or designee.
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ARTICLE III - PERSONNEL
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SECTION 1: EMPLOYMENT
All employees will be contracted in accordance with applicable state law. All work being performed by
the bargaining unit will continue to be performed by the bargaining unit during the life of this
agreement.
SECTION 2: EMPLOYEE RIGHTS
Employees will be entitled to full rights of citizenship. There will be no discipline or discrimination with
respect to employment due to race, creed, color, marital status, sex, age, national origin, political activity
(or lack thereof), or the presence of any sensory, mental, or physical disability. Equal access shall be
provided to the Boy Scouts and other designated groups. After reasonable accommodation under the
provisions of the Americans with Disabilities Act, the prohibition against discrimination due to
disabilities will not apply if the particular disability prevents the proper performance of the work
involved and no alternative work can be found.
The rights granted in this section to an employee are in addition to those provided elsewhere.
Right to Join and Support Association
Employees will have the right to self-organization - to form, join, or assist the association to bargain
collectively. The board will not directly or indirectly discriminate against any employee for membership
in the association, or for participation in any grievances, complaints, or proceedings under this
agreement.
Right to Due Process
All complaints will be called to the attention of the employee as soon as possible.
An employee will be entitled to have present, at his or her request, a representative of the association.
When a request for representation is made, no action will be taken with respect to the employee until a
representative of the association has had an opportunity to be present. No hearing will be delayed more
than five working days due to the unavailability of the employee's requested representative.
Without just cause, no employee will be reprimanded, disciplined, or suspended or reduced in rank or
compensation during the annual contract period.
An employee will have the right to face his or her accuser(s).
All information forming the basis of any charge will be made available to the employee in writing. All
complaints concerning the employee will be brought to the attention of the employee within 10 working
days, except where doing so would materially affect an ongoing investigation. Except under emergency
conditions, all discipline will be conducted in private.
In an attempt to resolve problems at the lowest level, principals will encourage parties making a
complaint to discuss the issues surrounding their complaint with the employees involved.
Non-renewed employees can, within 15 working days of receipt of formal written notice, appeal to the
board. The board will hear the appeal within 10 working days of receiving a written appeal from the
employee. The written appeal will state the employee’s reasons for reconsideration. The decision of the
board will be rendered within 10 working days. The decision of the board is final.
The employee may bring witnesses, documented statements and supporting evidence to the appeal
hearing.
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SECTION 3: PERSONNEL FILES
An employee or his or her designee will, upon request, have the right to inspect all contents of his or her
complete personnel file and/or records kept within the district. The evaluation of an employee is
personal information and will not be subject to public disclosure unless required by law. Processed
grievances, garnishments, and attachments of wages will be kept apart from the employee's personnel
file.
The employee may have an association representative present when reviewing his or her personnel file
and/or records. The district may have a representative(s) present during this review.
There will be only one personnel file kept in the district office. There will be no other secret or
alternative files kept in the district office. However, this will not preclude administrators from keeping
working files for their own use. All such working files will be subject to the employee's inspection, with
exclusive right of response by the employee.
Correspondence or other materials making reference to an employee's competence, character, or manner
will not be kept or placed in the personnel file without the employee's knowledge, and the employee will
have the exclusive right of addendum of all items in the files.
Any derogatory material not shown to an employee within 10 days after receipt or composition (except
in the case of criminal investigations) will not be allowed as evidence in any grievance or disciplinary
action against an employee. Derogatory materials, except evaluations, will be removed from the
employee's file, at his or her request, two years from the date of the circumstance(s) or event(s)
precipitating placement of the material. Findings related to offenses against children will remain in the
file.
The superintendent or designee and the employee or his or her designee will sign an inventory sheet to
verify the contents of the personnel file at the employee’s time of inspection.
SECTION 4: EVALUATION PROCEDURES
The building principal and/or assistant principal(s) will be designated as evaluators for all supplemental
contract employees assigned to the building. An evaluation will be completed for each supplemental
contract. As part of the evaluation process, the evaluator will document at least one 15-minute
evaluation of a practice and one 15-minute evaluation of a game or performance during the
supplemental contract season. The date and time of the observation will be recorded on the evaluation.
The evaluation criteria and procedures will be distributed and explained to all supplemental contract
employees prior to the sports or activity season.
An employee receiving a “needs improvement” or “unsatisfactory” may contact the association for
counsel and advice.
The employee may list any factors limiting his or her performance.
Evaluation Timelines
Elementary Schools
Flexible Contracts
June 15
Middle Schools
Fall Sports/Activities
Dec. 15
Winter I Sports/Activities
Jan. 30
Winter II Sports/Activities April 15
Spring Sports/Activities
June 30
Flexible Contracts
June 30
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High Schools
Fall Sports
Jan. 15
Winter Sports
May 1
Spring Sports
June 30
Other Contracts
June 30
The following procedures will be followed:
1) Annual evaluations will be based on all observations and any documented discussions with the
employee for the contracted sport or activity season.
2) Following each observation, the evaluator will document the date, time, and observer.
3) If any performance is judged unsatisfactory, the results will be documented on the evaluation form.
The completed evaluation form will be shared with the employee within three days.
4) When a rating of “unsatisfactory” is given for an item on the evaluative criteria, the evaluator must
include the following in the comments section of the form following the item: a clear description of
the problem, detailed recommendations for improvement, specific acceptable levels of performance,
and a specific timeline for attaining satisfactory performance levels.
5) The employee may list any factors limiting accountability.
6) The employee's signature on the evaluation form indicates the employee has read and discussed the
observation or evaluation, but does not necessarily imply agreement. The employee will have the
exclusive right to attach a statement, and he or she may seek relief through the grievance procedure.
7) Timely distribution of the final performance evaluation form will be as follows: one to the
employee, one to the evaluator, and one to the personnel file.
8) Only four ratings will apply for the evaluation criteria: “satisfactory,” “needs improvement,”
“unsatisfactory,” and “not observed.” All criteria must be marked with one of these ratings.
9) A high school assistant and all middle school coaches may be evaluated prior to 50% of the
competitions during the regular season. If he or she receives an “unsatisfactory,” the coach will
receive notification in writing, and a copy will be sent to the KEA president and district director of
personnel. If the plan of improvement is not followed and the evaluation is not satisfactory by the
end of the season, that coach may be non-renewed at the end of the season. In this instance, an
appeal would go directly to the board.
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SECTION 5: RENEWAL / NON-RENEWAL
High School Head Coaches
A newly-hired head coach has a right to interview and recommend his or her assistants prior to his or
her first season.
Either prior to or after a head coach receives his or her evaluation; he or she may be placed on a oneyear probationary status. The district must inform a coach about his or her probationary status prior to
the first practice of his or her next coaching season. After the district and the association agree to a plan
of improvement for the head coach, the district will implement the plan of improvement. If at the end of
the season during which the athletic director at the head coach’s school determines the head coach has
not shown satisfactory improvement, the head coach may be non-renewed.
The plan of improvement must be clear, fair, and measurable. Copies of the plan of improvement must
be given to the head coach, KEA president, athletic director, and personnel director.
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High School Assistant Coaches
If a head coach announces he or she is resigning before the season’s non-renewal date, his or her
assistant coaches will not be renewed. If the head coach resigns after the season’s non-renewal date, his
or her assistant coaches will be guaranteed an interview with the new head coach. Any previous assistant
coach who is not selected for an assistant coach’s position will be assigned by the district administration
for one season only paid at the coaching step of that position, retaining their experience level. If there
are more displaced coaches than open positions, normal hiring practices for this contract would apply,
and the coach(es) not hired would be placed in a flex position and paid at that group rate, but at his or
her current experience level. These coaches can’t be used as flex coaches in the program or school from
which they were cut.
Written Notification of Non-renewal
Written notification of non-renewal of a supplemental contract for the succeeding school year will occur
according to the following timelines:
Elementary School
Supplemental Contracts
June 15
Middle School
Fall
Jan. 15
Winter I
March 1
Winter II
May 1
Spring
June 30
High School
Fall
Feb. 1
Winter
May 15
Spring
June 30
The deadline for written notification of non-renewal of a supplemental contract that is not tied to a
season is June 30.
SECTION 6: GRIEVANCE PROCEDURE
Purpose
The purpose of this grievance procedure is to provide a means for the orderly and the expeditious
adjustment of a grievance by an employee or group of employees.
Every reasonable effort will be exerted to resolve grievances before the close of a school term, or as
soon as possible.
Informal Communication
Every effort will be made to settle problems at the lowest level through informal communication
between the employee(s) and the immediate supervisor. Grievances may not be processed through this
procedure until there is evidence that informal two-way communications have failed to resolve the issue.
Definitions
"Grievant" will mean an employee or a group of employees, or it will mean the association when it is
filing a grievance on behalf of an employee or a group of employees. A grievance in which two or more
employees have the same complaint will be processed as a single action. The association has the right to
be present and, if the employee elects, the association will represent the employee at any point in the
procedure.
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"Grievance" will mean a written statement by a grievant that a controversy, dispute, or disagreement of
any kind or character exists in the interpretation or application of the terms of this agreement or of an
existing board policy or administrative regulation, and/or there exists a condition jeopardizing employee
health and safety.
"Days" will mean contracted working days during the school year and weekdays during the summer.
Any grievance actions carried over from the school year will be placed on the summer schedule, by
agreement of the association and the district.
Procedures and Steps
A grievance must be filed within 30 days of the occurrence of the event on which the grievance is based.
The timelines and procedures will be strictly followed, unless waived in writing by the parties. Failure of
the grievant to follow the timelines will mean the grievance is withdrawn. Conversely, failure by the
district to follow the timelines will automatically qualify the grievance for advancement to the next step.
When filed in the name of the association, grievances relating to interpretation and/or application of this
agreement may be initiated at Step 2.
Step One: Immediate Supervisor
The grievant(s) submits a grievance review request (Form A) to the immediate supervisor. The
supervisor will offer to meet within five days after receipt of the request and will render a written
decision to the grievant(s) within five days after the formal meeting. A copy of the grievance review
request will be sent to the superintendent and the association president. A copy of the written decision
will be sent to the superintendent and the association president.
Step Two: Appeal to Superintendent
If the grievant(s) is not satisfied with the decision of the immediate supervisor at step one, the grievant
may refer the grievance to the superintendent within five days after the receipt of the decision, with a
copy to the grievant's immediate supervisor. The superintendent will meet with the grievant(s) within
five days after the grievance has been referred to him or her. Both the superintendent and the grievant(s)
may have other people who might contribute to an acceptable adjustment of the grievance present at the
meeting.
The superintendent will render a written decision concerning the grievance (and any adjustment) within
five days after the grievance has been heard. Copies of the superintendent’s decision will be sent to the
grievant, the grievant's immediate supervisor, and the association president. The superintendent's office
will keep a copy.
Step Three: Appeal to the Board of Directors
If the grievant is not satisfied with the disposition of his or her grievance at step two, or if the
superintendent or designee has not provided a written decision within the timelines prescribed in step
two, the grievant, or at his or her request or at the request of the association acting on his or her behalf,
may ask for a meeting with the board.
If a request for a meeting with the board is not delivered to the superintendent within 30 days after the
meeting prescribed in step two, the grievance will be deemed withdrawn.
The board will meet with the grievant, association representatives, and superintendent within 15 days
after the superintendent receives the request for the meeting. Within 15 days after the meeting, the board
will render a written decision on the grievance.
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Step Four: Binding Arbitration
If the grievance is a claim that this agreement between the district and the association has been violated,
misinterpreted, or misapplied, and/or if the grievant is not satisfied with the disposition of this grievance
at step three, or if the board has not provided a written decision within the timelines prescribed in step
three, the grievance may be submitted to final and binding arbitration, at the option of the association.
The parties will attempt to select an arbitrator within 10 days after the superintendent receives the appeal
from the association. The arbitrator’s decision will be final and binding. If the parties are unable to agree
on the arbitrator, a list of arbitrators will be requested from the American Arbitration Association or the
Federal Mediation Conciliation Service.
The parties will select an arbitrator under the rules and procedures of the American Arbitration
Association or the Federal Mediation Conciliation Service. As an alternative, by mutual agreement, a
representative of the board and a representative of the association may select an arbitrator from a list of
eligible candidates by alternately striking names until only one name remains.
The hearing will proceed under the Voluntary Arbitration Rules of the American Arbitration Association
or the Federal Mediation Conciliation Service, unless the parties mutually agree to proceed under
expedited rules.
The arbitrator will make a decision in writing not more than 30 days after the close of the hearing.
During the arbitration, neither the district nor the association will be permitted to assert any evidence not
previously disclosed to the other party. Each party will bear the full cost for its side of the arbitration and
will pay one-half the cost for the arbitrator and/or any administration fees.
Freedom from Reprisals
No reprisal will be invoked against any employee for processing a grievance or for participating in any
way in the grievance procedure.
Powers of the Arbitrator
The arbitrator will have no power to alter, add to, or subtract from the terms of this collective bargaining
agreement.
Release Time
Grievances will ordinarily be processed during the regular workday and release time will be provided
for all participants in the investigating and processing of grievances, including release time for the
grievant, association representatives, and/or witnesses.
SECTION 7: LAYOFF AND RECALL
In the event the district anticipates a significant loss in revenue or change in program requiring a
reduction in work force, the district will follow the procedures contained in this section. Prior to
eliminating any positions, both parties will request to negotiate the contract.
Reductions will not be made without a thorough review of programs and options available. The board
will notify the association of the proposed layoff at least 30 calendar days before the proposed layoff
date and will provide to the association a report of the financial situation, anticipated program changes,
and needed staffing levels.
Reduction in work force will be negotiated between the parties.
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SECTION 8: POSITION OPENINGS
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The above timelines for selection of supplemental contracted staff will always be observed, except in
situations where the selected coach gives his or her notice of resignation on or after the 12th working day
prior to the first day of practice for the athletic or activity season. In that case, the administration may
execute an emergency selection process, after first notifying the association president or vice president
of the emergency. This process will enable the selection of an available, qualified person to start the first
day of the sport or activity practice.
Additional Hiring Procedures (high school head coaches)
Vacancies will be advertised in-building, in-district, and outside the district concurrently for a minimum
of five working days.
The association and the district will agree to the job posting. (In the event of a disagreement, WEA
Southeast Uniserv will provide a trained mediator at no cost to the district.)
Every in-building and in-district candidate, who currently holds a coaching contract in that sport or a
crossover sport, is guaranteed an interview.
The interview pool may consist of candidates from inside the district and outside the district.
Definition of Terms
“Vacancy” is a position that has been permanently vacated, or one that has been newly created.
“In-building” refers to any part-time or full-time employees who serve within the school building.
“In-district” refers to any part-time or full-time employees who are employed by the district.
“Out-of-district” refers to people not currently employed by the district.
“Experience” is defined as the total number of years recognized by the district as an extracurricular
employee. After 2001-02, experience may be accrued only in one-year increments, and no coach may
accrue experience of more than one step during a one-year period. The 2001-02 school year will be a
grace period during which all extracurricular contract holders will be grandfathered into the experience
level they hold at the end of the 2001-02 school year.
Hiring Procedures
Vacancies will be advertised for five working days. If the position requires specific qualifications, those
qualifications will be listed in the job announcement.
All candidates who meet the advertised qualifications will participate in a selection process. The most
qualified applicant will be selected by the site administration or designee based on the job qualifications
and criteria listed below:
 Demonstrated short- and long-term organization and management skills
 Three current recommendations
 Demonstrated evidence of being a positive role model
 Clearly-defined philosophy for the coaching level applied for
 Coaching experience in that sport
 Evidence of effective public relations
 Demonstrated ability to work cooperatively and communicate with students, parents, assistant
coaches, administrators, and community members
 Evidence of WIAA certification, and compliance with WIAA and district rules and regulations
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The association and the district will determine the need for an ombudsman to review hiring for head
coaching positions. If a conflict exists over having an ombudsman, the association and the district will
go to mediation to solve the matter. (In the event of a disagreement, WEA Southeast Uniserv will
provide a trained mediator, at no cost to the district.)
Reference checking will be done prior to interviews.
To insure a uniform experience for each applicant, specific directions will be given to interview teams
prior to interviews.
The interview team will interview the candidates, rank the candidates, and reach a decision. All
candidates will be notified of the interview team’s decision in a timely manner.
The interview team may be composed of the following: the superintendent or designee, the building
principal, the building athletic director, community member(s), and building staff. The composition of
the team may change by agreement between the association and the district.
If the qualifications of two candidates are substantially equal, the most senior candidate will be hired.
The interview team makes the recommendation to the principal.
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Errors and Omissions Liability Insurance coverage will provide limits as follows: $500,000 per
occurrence; $500,000 aggregate.
Legal counsel will be provided, through insurance, to any employee against whom a lawsuit is initiated,
provided the employee, at the time of the act or omission, was acting within the scope of his or her
employment.
Property Damage
The district will reimburse employees for replacement of any clothing or other personal property
damaged, destroyed, or stolen during the course of their employment, and/or cover the cost of medical,
surgical, or hospital service incurred as the result of any injury sustained in the course of their
employment, provided an employee exercised reasonable safeguards in maintaining the security of his or
her personal belongings. Items under $25 will not be subject to claim, pursuant to this section.
Personal property used as classroom instructional aids will be registered with the building principal on a
form available in the main office of each school building. Registration of personal property will be
required when it is brought into the building, and notification will be given to the main office when the
employee removes the personal property from the employee’s workstation.
SECTION 9: STAFF PROTECTION
Insurance
The district will provide general liability and errors and omission insurance for certificated employees
who are acting within the scope of their employment, whether their duties are specific or implied, and
whether their duties are performed during or after regular working hours. The insurance will provide
limits as follows:
General Liability Bodily Injury
$300,000 per occurrence
General Liability Property Damage
$100,000 per occurrence
Automobile Liability Bodily Injury
$250,000 per person
$500,000 per occurrence
Automobile Liability Property Damage $100,000 per occurrence
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The district will reimburse up to $100 per incident toward the employee’s insurance deductible for
damage caused by verified vandalism to the employee's vehicle or other personal property while he or
she is performing contractual duties. Payment will be made after the employee has provided
documentation of his or her expenditure.
Safety
Matters relating to unsafe health or safety conditions will be reported to the building principal. The
parties will abide by the applicable safety standards set forth in the Washington Industrial Safety and
Health Act.
Absences
Employees will be granted absences, as needed, for sudden, unexpected occurrences that require
immediate action. Absences must be approved by mutual agreement of the supervisor and the employee.
A physician’s statement of illness may be required at the request of the superintendent or designee.
Threats to an Employee
No employee will be coerced, intimidated, discriminated against, or threatened. An employee will not
receive a negative or downgraded evaluation based on his or her refusal to voluntarily participate
beyond the agreed upon expectations for that position.
An employee who is threatened by any person or group while carrying out assigned duties will
immediately notify his or her supervisor. The supervisor will notify the superintendent and, if necessary,
the police.
Immediate steps will be taken, with the cooperation of the employee, to provide for the employee's
safety. Precautionary measures for the employee's safety will be reported to the superintendent at the
earliest possible time.
When the principal becomes aware of a threat, he or she will…
1) Identify the person making the threat.
2) Identify the nature of the threat.
3) Inform the employee.
4) Ask for the employee's input.
5) Decide whether to call the police
6) Assist an employee who wishes to file a complaint and/or a restraining order.
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The district will support any employee in seeking legal redress for violations of the law committed by
students or members of the public who verbally or physically abuse an employee while he or she is
performing duties for the district. The district expects employees using the services of private lawyers to
cover their own obligations for fees or costs incurred by the use of those services.
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SECTION 10: CONTRACTS AND PAYMENT
Employee’s Contract
The district will provide each employee a contract for each sport or activity, in conformity with
Washington State Law, State Board of Education Regulations, and this agreement.
Copies of Contract
After signing a contract, an employee may retain one copy of his or her contract. All other copies will be
returned to the district for processing.
Payment
In-district certificated employees will be paid in monthly installments through the course of the season.
All classified and out-of-district extracurricular contract holders will be paid according to timesheets
submitted to payroll by their supervisor.
Athletic team coaches and individual coaches of participants whose season is extended by postseason
play will receive additional payment, at the rate of 1.143% of the individual’s differential stipend for
that activity for each day the team participates. Extended season is defined as any days following the
last regular season scheduled game in the league schedule.
Employees will be paid according to Salary Schedule B, for elementary and middle school employees,
and Salary Schedule C, for high school employees.
Payroll checks will be issued to employees on the last business day of each month.
Upon request, in the event of a mistake in payment resulting in an underpayment, corrections will be
made no later than the next payday. When an overpayment is made, the correction will be made on the
employee's next monthly check. Cumulative errors in overpayment will be corrected at the rate they
accumulated. Upon request, all compensation owed to an employee who is leaving the district will be
paid no later than the end of the next succeeding pay period.
Release from Contract
Upon request, an employee under contract will be released from the obligations of the contract.
Length of Contract
The length of the employee contract will be clearly stated within the sport or activity contract. Hours are
to be paid as reported to payroll on district timesheets, if applicable. Payment will occur pending
supervisor approval.
Extracurricular members gain experience steps on Salary Schedules B and C when a head coach or an
administrator can properly verify experience. Beginning with the 2011-2012 school year, if an employee
holds a .75 or more high school or middle school Schedule B or C contract, he or she will receive a full
year’s experience credit.
Association members are grandfathered into this agreement when proper documentation is provided. No
one will lose experience steps because of this agreement.
Crossover Experience
The following coaching duties will be considered crossover experiences and will be credited on the
salary schedule:
1) track and cross country
2) softball and baseball
3) gymnastics and diving
4) gymnastics, dance, and cheerleading
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5) ASB advisor, class advisor and club advisor
6) If a person coaches the same sport with a different gender, he or she will receive credit for crossover
experience.
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Only one year of experience may be credited for one school year. For example, coaching both boys and
girls basketball in one year equals one year of experience. Beginning with the 2011-2012 school year, if
an employee coaches a sport for 10 or more years and then changes/adds a sport, he/she will start on step
5 of the salary schedule for the new sport. (During the 2011-2012 school year only, those employees
who have completed ten (10) years of experience in one sport prior to 9/1/11 and who have four (4)
years or less in an additional sport will be placed on step 5 for the additional sport.)
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Time on task is exactly the same as any paid position for the level for which the volunteer is expecting
credit.
Out of district volunteer time is not recognized.
Volunteer experience beginning in the 1993-94 school year will be accepted on the salary schedule with
proper documentation. Members will have a reasonable amount of time to gather verification and
documentation.
Volunteer credit applies to all extracurricular positions outlined in the contract.
Registration with the district follows RCW 43.43.830.
The Assistant Superintendent for Human Resources will review volunteer records.
Volunteer Coaching Credit
Volunteers will be granted experience steps that have been verified using the following procedures (all
these provisions must be noted in the volunteer’s file):
1) Volunteers must be registered with the district.
2) An athletic director’s signature is required to verify experience.
3) A head coach or immediate supervisor’s signature is required to verify experience.
4) A timesheet signed by an athletic director or immediate supervisor and a head coach is required to
verify the volunteer’s time.
A volunteer’s time on task is equivalent to a paid assistant coach’s time, with no exceptions.
Examples for clarification:
1) Middle school experience for high school experience - yes
2) Little League experience for middle school experience – no
3) College experience for high school experience - no
SECTION 11: LEAVES
The board may grant a leave by season up to one year to extracurricular employees, at the
recommendation of the superintendent or designee.
A written request to take a leave for the succeeding season or year will have the following timelines:
Elementary and Annual Contracts
Supplemental Contracts
May 1
Middle School
Fall
May 1
Winter I
Sept. 26
Winter II
Nov. 20
Spring
Feb. 1
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May 1
Winter
Sept. 1
Spring
Jan. 5
Leaves, if granted, will state the provisions for employment. An extracurricular employee who has been
granted a leave will be re-employed in the same position. The replacement posting will be listed as
temporary and will be non-renewed at the end of the season. The employee will notify the
superintendent no later than March 15 of his or her intent to return to employment with the district
during the same calendar year. Extracurricular employees on a leave from their primary positions may
be required to provide a medical release to begin or continue working.
SECTION 12: PROFESSIONAL DEVELOPMENT
The board and association recognize the need for staff development opportunities so members may meet
Washington Interscholastic Activities Association (WIAA) standards.
The district will maintain a program of local staff development opportunities, drawing on resources
available both within and outside the district.
The employer agrees the professional development program will be employee-centered. The
participation of any employee in the professional development program will be voluntary.
The district will continue as an approved in-service education agency, as recognized by the State Board
of Education.
All staff development activities will meet WIAA standards.
Professional Dues Pool
A total of $8,000 will be reserved in one-time, individual allotments for each middle school and high
school coach. These funds will be used for membership in the Washington State Coaches Association
(WSCA). Allotments can be used for other professional state or national associations, but the amount
may not exceed the WSCA dues amount. This pool will also cover costs for district driving abstracts,
first aid training, and CPR training as provided by the district for middle school and high school
coaches.
Any costs exceeding the $8,000 pool will be deducted from the pool of professional development
stipends, which is $18,700. Any balance in the dues pool will be added to the Professional Development
Pool.
Professional Development Pool
The district will allow a qualified contract holder access to one stipend and up to a total of two stipends
of $325 for each middle school and high school athletic coach’s contract, not to exceed $18,700. These
stipends will be available to those who coach two or more different sports. The second stipend may not
be used on a contracted workday, and must address a different sport. For example, boys and girls
basketball are defined as the same sport. If the second stipend is used in conjunction with the first
stipend and addresses a different sport, then the total amount will be $650. There is a maximum of two
stipends per person annually. Middle School Athletic Directors and High School Athletic Trainers may
access one stipend annually. However, both stipends, $650 total, are available for the High School
Athletic Trainers only if used to attain and/or maintain a license. In order to be eligible, an employee
must hold a minimum of a .5 Athletic Trainer contract. The intent is to have only one such individual
(either a “Licensed Athletic Trainer” or simply a “Trainer”) at each of the three high schools.
The stipends are to be used for related expenses and materials when attending a WIAA-approved clinic
or workshop or to meet continuing certification requirements. The employee is not required to attend a
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workshop or clinic to access the stipend. With appropriate administrative approval, the stipend may be
used to purchase materials pertinent to the employee’s coaching or advisory position. Stipends may also
be used for WIAA 23.5 Coaches Education Categories for Skills and Knowledge, as long as the coach is
compliant or is in the process of becoming compliant with the WIAA coaching standards. Requests for
the materials and clock hours must have prior approval by the Athletic Directors and athletic
administrators. The cost of a substitute may be paid out of the $325 or $650 stipend if the workshop or
clinic occurs during school hours. However, no more than three non-continuing substitutes per middle
school and five non-continuing substitutes per high school will be employed for this purpose during a
single time period.
To receive the stipend, the employee must submit a travel authorization form to his or her athletic
director or administrator two weeks prior to attending the activity. The Extracurricular Coach’s
Reimbursement Form must be submitted within 30 calendar days of the event the coach attended. The
final date of submission for reimbursements is the first working day Tuesday after Memorial Day
weekend, except for summer clinics and workshops. Travel authorization for summer clinics and
workshops must be submitted by the first working day Tuesday after Memorial Day weekend. The
district will notify the employees of the reimbursement approval status within two weeks of the date of
submission. All paperwork for reimbursements for the current school year -ex. 2013-2014, including
June, July and August, must be submitted to the Office of Secondary Education prior to the first day of
the high school football season for the following year -ex. 2014-2015. Any paperwork submitted after
that time will be taken from the individual’s professional development fund for the following year-ex.
2014-2015.
Up to fifteen (15) employees may bank one of their professional development stipends ($325) on a first
come, first serve basis. Those who wish to bank a professional development stipend must submit the
appropriate form on or before the last working day of April. Employees may use their banked stipend in
conjunction with two current year stipends, for a total of $975. Banking is limited to one year, and
employees must use all of their banked funds prior to the end of the second year.
This provision includes all middle school and high school coaches who hold a minimum of a .5
extracurricular contract.
Only the following groups are approved for the $325 professional development stipend: High school all from Groups 1 through 5, all from Group 6 (except Assistant Music-Instrumental), and all from
Group 7 (except for Drama). Middle school: all from Groups 1, 2 and 3. To receive the stipend, the
employee must submit the appropriate form to the athletic director at his or her building.
SECTION 13: SALARIES
All bargaining unit members will be placed on the appropriate salary schedule with credit for previous
experience.
Classified / Non-Exempt Employee Pay
Each individual contract issued to a classified or non-exempt employee will be calculated to represent
pay as defined by the Department of Labor at the blended rate for coaching hours worked over 40 hours
in any one week. The hourly rate and permitted hours of work will total the allowed stipend from the
salary schedule for the sport. The employee must complete a weekly timesheet.
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Elementary and Middle School Employees
The elementary and middle school extracurricular contract holders will be paid on Salary Schedule B,
according to the following groupings in each building. All flexible contracts listed below in Groups 4
and 5 are non-renewed and will be allotted by the building principal or designee.
Group 1
MS Athletic Director
Group 2
MS Head Coaches (13) (Added Girl’s head soccer coach in 2015)
Group 3
MS Assistant Coaches (23)
Group 4
MS Flexible Contracts (6)
(uses may include yearbook, newspaper, band, orchestra, vocal music, drama, activities director)
Elementary Flexible Contracts (3)
Group 5
MS Flexible Contracts (11)
(uses may include intramurals, zero hour classes, tutorials, miscellaneous activities)
Elementary Flexible Contracts (1)
(uses may include elementary patrol)
Middle School Pool of Flexible Contracts
All flexible contracts in this section will only be allocated if the need is apparent due to student
participation.
Seasonal Contracts (4)
Four flexible Group 3 middle school contracts – one per sports season – will be held for positions that
arise due to increased student participation. Middle schools may submit a request to the Director of
Secondary Education by the sixth day after the start of the sports season. A district committee made up
of one representative from each middle school and the Director of Secondary Education or designee will
review these applications and allot the flexible positions accordingly.
Other Contracts (12) (For the 2015-2016 year, four (4) additional contracts were added to this
category for a total of 16. These, plus the (4) seasonal contracts above, equal a total of twenty
(20) flexible contracts for the 2015-2016 year only. See MOU in the appendix.
A district committee consisting of one representative from each middle school and the Director of
Secondary Education or designee will meet prior to the start of the fall sports season. Based on student
participation from the previous three years, the committee will allocate twelve flexible Group 3
contracts.
Middle School Athletic Directors
Each middle school athletic director will have up to three (3) days without students to perform duties
related to his or her position. These days must be pre-approved by the principal and used onsite during
regular contract time. The athletic director and principal will schedule a substitute teacher to cover the
athletic director’s classes.
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High School Employees
The high school extracurricular contract holders will be paid on Salary Schedule C, according to the
following groupings in each building. All flexible contracts listed below are non-renewable and will be
allotted by the building principal or designee. Should participation numbers reduce the need for a coach,
that contract may become transferable within that gender for one year.
Note: As per RCW 18.250.040 a license is required to hold a position that includes “Athletic” in
the title: “Licensed Athletic Trainer.” See below that if an employee holds that title, he/she will be
paid under Group 3. Those who do not have the license will be paid under Group 4. The intent is
to have only one such individual (either a “Licensed Athletic Trainer” or simply a “Trainer”) at
each of the three high schools.
In the 2nd year of the contract (2014-’15), one Group 6 Assistant Flexible contract will be added to each
high school. Therefore, as of 2014-’15, each high school will have a total of two (2) Assistant Flexible
Group 6 contracts.
Group 1
Head Football
Head Basketball – Boys
Head Basketball – Girls
Group 2
Head Wrestling
Head Baseball
Head Softball
Head Soccer – Boys
Head Soccer – Girls
Head Track – Boys
Head Track – Girls
Head Volleyball
Head Tennis – Boys
Head Tennis – Girls
Group 3
Assistant Football (9)
Assistant Basketball (6)
Licensed Athletic Trainer (0-3)
Group 4
Trainer (0-3)
Head Cross Country – Boys
Head Cross Country – Girls
Head Gymnastics/Bowling
Head Swimming
Head Golf – Boys
Head Golf – Girls
Group 5
Assistant Wrestling (3)
(those hired prior to 2003-04)
Group 6
Assistant Baseball (3)
Assistant Softball (3)
Assistant Soccer (2) – Boys
Assistant Soccer (2) – Girls
Assistant Gymnastics/Bowling (2)
Assistant Track (5)
Assistant Volleyball (3)
Assistant Wrestling (3)
(those hired after 2003-04)
Assistant Tennis – Boys
Assistant Tennis – Girls
Assistant Swimming
Head Diving
Assistant Instrumental Music (3)
Assistant Flexible (2)
Group 7
Cheerleading (2)
Drama
Dance Team (2)
Group 8
None
Group 9, 10, 11
HS Flexible Contracts (16)
(uses may include intramurals)
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Change Group 9 contracts as follows to include Groups 10 and 11:
Group 9 Contracts
 There will be 16 Group 9 contracts per high school or a combination of Group 9, 10,
and 11 contracts equaling 16 Group 9 contracts.
 Building administration may flex the number of Group 9 contracts divided into Group
10 and Group 11 contracts as needed to meet the needs of their high school.
 Group 10 contracts will be half of a Group 9 contract. Two Group 10 contracts will
be equal to one Group 9 contract.
 Group 11 contracts will be half of a Group 10 contract or one fourth of a Group 9
contract. Two Group 11 contracts will be equal to one Group 10 contract, or four
Group 11 contracts will be equal to one Group 9 contract.
 Group 9 contracts may not be divided into an amount smaller than .75 FTE while
remaining a Group 9 contract.
 Group 10 and Group 11 contracts may not be divided.
 Present contract holders as of the 2011-12 school year will not be asked to continue to
do the same tasks at a reduced contract rate from the contract they held in 2011-12.
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Movement of Coaching Positions
Beginning with the 2005-06 school year, if for three consecutive years any sport falls to the
minimums listed below, that sport will decrease according to the schedule. This will occur
the year following the three consecutive years.
At the end of the 2005-06 school year, student participation numbers will be calculated by
averaging the starting and ending numbers for each sport. Each year after that, participation
numbers will be determined at the mid-point of the league season.
The purpose is to build programs and increase student participation.
The head coach will consult with the assistant principal in charge of athletics. The assistant
principal will make a recommendation to the principal regarding which assistant coach will
be selected for non-renewal.
The affected coaching position will become a one-year flexible Group 6 contract and be
moved to another sport at the same school during the same school year. The sport selected
must meet Title IX requirements.
If the affected sport reaches the minimum standards for the two consecutive years, the
contract will be returned to that sport.
Sport
Minimum
Decrease
Football
80 students
10 coaches to 9 coaches
Volleyball
3 teams
4 coaches to 3 coaches
Girls’ soccer
N/A
Cross Country
N/A
Swim
12 students
2 coaches to 1 coach
Dive
N/A
Boys’ basketball
4 teams
5 coaches to 4 coaches
Girls’ basketball
3 teams
4 coaches to 3 coaches
Wrestling
36 students
4 coaches to 3 coaches
Gymnastics
12 students
3 coaches to 2 coaches
Bowling
N/A
Baseball
2 teams
4 coaches to 3 coaches
Softball
2 teams
4 coaches to 3 coaches
Boys’ Soccer
N/A
Track
Every sport – N/A
Tennis
10 students
2 coaches to 1 coach
Golf
N/A
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ARTICLE IV - INSTRUCTION
SECTION 1: STUDENT DISCIPLINE
In accordance with Washington Administrative Code, each employee will have the authority to impose
discipline on a student for misconduct that violates written rules of the school district and individual
programs.
The board and the superintendent will support its employees in their efforts to maintain discipline, in
accordance with district discipline rules. Discipline rules will be distributed to each employee at the
beginning of the school year. The board supports the authority of employees to use prudent disciplinary
measures for the safety and well-being of pupils and employees.
In exercising authority to control and maintain order and discipline, the employee may use professional
judgment, including the reasonable use of physical restraint, as long as the restraint does not violate
specific board policies or federal, state, or local laws and regulations.
The district will conduct informational meetings for employees concerning all applicable federal, state,
and local laws, as well as district rules, regulations, and procedures pertaining to student rights,
employee rights, due process, and student discipline. These meetings will be held prior to or during the
sport or activity season at no cost to the employee.
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Extracurricular Contract Appendix
1) MOU Flex Contracts
2) Extracurricular Contract Responsibilities
3) Extracurricular Sports Personnel Evaluation - Form A
4) Extracurricular Assignments Personnel Evaluation - Form B
5) Request for Approval of Release Time and/or Travel
6) Extracurricular Coach Reimbursement Request
7) Professional Development Banking Form
8) High School Extracurricular Salary Schedule
9) Elementary / Middle School Extracurricular Salary Schedule
10) School Calendar
Extracurricular Contract Appendix
Basic Function: To provide leadership, supervision, and organization for a specific interscholastic
activity.
Accountability: Responsible to the athletic director and principal. Assistant coaches are responsible to
the head coach.
Coach: Is defined as an extracurricular contract holder.
Professional Competencies and Responsibilities
 Ability to develop the athletes and team to their potential by preparing them physically and
emotionally; motivating them to do their best.
 Demonstrates the organizational skills necessary for efficient operation of the sport.
 Ability to maintain discipline and control of athletes and teach fundamental concepts of
sportsmanship, good citizenship, and fair play.
 Observes the rules and regulations established by the building, the Kennewick School District, the
athletic conference, and the Washington Interscholastic Activities Association.
 Demonstrates concern for safety of participants, injury prevention, and care of injuries. Reports all
injuries in a timely manner.
 Provides supervision for students at all times when they are his or her responsibility.
 Follows athletic department procedures and promptly completes responsibilities as designated by the
coaches handbook or school athletic policies and the athletic director.
 Follows applicable policies and procedures regarding the participation of students in practices and in
competition/performances.
 Sets high ethical standards, coaches by example, and is a good role model.
Professional Relationships
 Promotes the total athletic program by supporting other coaches and their programs.
 Cooperates with supporting groups such as booster clubs, staff, parents, service clubs, cheerleaders,
music departments, etc.
 Cooperates with administration and keeps them informed of all aspects of the program.
 Establishes a working relationship with coaches at all levels.
 Head coach clearly defines responsibilities of assistant coaches and directs their duties.
 Cooperates in a positive manner with the media to promote his/her sport.
 Communicates schedule and transportation arrangements when available to students and parents.
 Ensures that players do not practice until cleared by the Athletic Director.
Responsibility for Equipment, Supplies and Facilities
 Assumes responsibility for supervising facilities (i.e., lock doors, control keys, etc).
 Maintains adequate inventory and equipment issue records.
 Provides a program for proper use and care of equipment, keeping both equipment and uniforms in
good repair to insure safety of the participants.
 Responsible for care and proper use of facility. Reports in writing unsafe conditions to supervisor.
 Uses budget wisely. Does not overspend or make unapproved purchases.
 Has an established long-range plan for purchasing and maintaining uniforms and equipment.
Professional Preparation:
Well-prepared to coach this sport at this level. Possesses the knowledge of applicable coaching
strategies, techniques, and program development to successfully work at their level.
 Holds current CPR and First Aid Card.
 Maintains current WIAA Coaching Standards.
 Continues to develop coaching skills. Attends clinics, sport medicine seminars, and reads current
periodicals and books that relate to his/her coaching assignment.
 Has clearly defined philosophy for coaching level that is in harmony with the athletic goals and
philosophy of the Kennewick School District.
KENNEWICK SCHOOL DISTRICT
Extracurricular Sports
Personnel Evaluation
Form A
Date: ___________to ______________
Game Performance Observation
Date _______Time ________
Observer’s Name _____________________________________
Needs
Improvement
Practice Observation Date __________ Time ___________
Observer’s Name _____________________________________
Not Observed
Activity: ___________________________________
Unsatisfactory
School__________________________
Satisfactory
Name ____________________________________
Professional Competencies and Responsibilities:
_____________________________________________________
_____________________________________________________
_____________________________________________________




Professional Relationships:
_____________________________________________________
_____________________________________________________
_____________________________________________________




Responsibilities for Equipment, Supplies and Facilities:




_____________________________________________________
_____________________________________________________
_____________________________________________________
Professional Preparation:




_____________________________________________________
_____________________________________________________
_____________________________________________________
Limiting factors:
__________________________________________________________________________________________
______________________________________________________________________
Suggestions for improvement:
__________________________________________________________________________________________
__________________________________________________________________________________________
____________________________________________________________
Evaluatee’s Remarks:
__________________________________________________________________________________________
__________________________________________________________________________________________
____________________________________________________________
Evaluatee’s Signature: __________________________________________
Date ___________
Evaluator’s Signature: ___________________________________________
Date ___________
The evaluatee’s signature indicates that he/she has read and discussed the evaluation in a conference, but does not
necessarily imply agreement.
ba8/01
KENNEWICK SCHOOL DISTRICT
Extracurricular Assignments
Personnel Evaluation
Form B
Name ____________________________________
School__________________________
Activity: ___________________________________
Date: ___________to ______________
Satisfactory
Needs
Improvement
Unsatisfactory
Not Observed
Observation Date __________ Time ___________
Observer’s Name _____________________________________
Professional Competencies and Responsibilities:
_____________________________________________________
_____________________________________________________
_____________________________________________________




Professional Relationships:
_____________________________________________________
_____________________________________________________
_____________________________________________________




Observation Date _______Time ________
Observer’s Name _____________________________________
Responsibilities for Equipment, Supplies and Facilities:




_____________________________________________________
_____________________________________________________
_____________________________________________________
Professional Preparation:




_____________________________________________________
_____________________________________________________
_____________________________________________________
Limiting factors:
__________________________________________________________________________________________
______________________________________________________________________
Suggestions for improvement:
__________________________________________________________________________________________
__________________________________________________________________________________________
____________________________________________________________
Evaluatee’s Remarks:
__________________________________________________________________________________________
__________________________________________________________________________________________
____________________________________________________________
Evaluatee’s Signature: __________________________________________
Date ___________
Evaluator’s Signature: ___________________________________________
Date ___________
The evaluatee’s signature indicates that he/she has read and discussed the evaluation in a conference, but does not
necessarily imply agreement.ba8/01